Diversity Recruiting Mistakes to Avoid

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Many people believe the reason they don’t have diversity within their organization is that they don’t get enough diverse applications.  This is only part of the problem.  Equally an issue is using language in your job ads that can create obstacles for underrepresented candidates.  

Here are some things to remove from your recruiting process:

• GPA requirements often disadvantage people of color and Native Americans who had to work while going to school.

• Not offering relocation stipends can limit diverse early career candidates

• Not having after-hours interviewing prevents those working or going to school (regardless of diversity) from interviewing.

• Video interviewing opens you up to bias and over 50% of people of color don’t have the technology to interview in this way.

• Sourcing from only elite schools will overlook many disadvantaged students

• Be careful with wording such as “experienced,” or living in a particular town that is not diverse, titles indicating sex like salesmen, experience levels, “energetic”, must have a drivers license

Having an experienced HR person read the ad and adjust the wording can help prevent you from incurring discrimination claims.   A diverse workforce benefits your company in many ways and is essential to the long-term success of your business.